During a recent academic conference, I found myself transported back in time – not because we were delving into the past, but because a group of men were attempting to “redefine” modern history. These males strutted about during their presentations, talking only about men and asserting that only those within their circle held any significant value. Male speakers received grand introductions as “renowned scholars,” while the few female speakers were given minimal and unenthusiastic descriptions of their work. Female attendees who dared ask questions were often ignored, but if a man were to repeat their ideas, they were then considered worthy of debate. The experience left me feeling disheartened and disenchanted with the academic community’s lack of progress in feminist practices.

On the first day, I questioned whether I was overreacting. Society often tells women that they are overly sensitive and prone to take offense where none is intended. However, these were younger men who should have learned to respect women since the 1970s. Yet, watching them perform made it appear that decades of feminism had done little to change their systemic biases.

On the second day, I found myself leaving an overrunning session and commiserating with other women around the curdling milk and cold coffee. Our consensus was that something needed to be done to change the existing misogynistic attitude of our universities. The statistics show that women are significantly outnumbered and relegated to junior positions. More than 60% of academics are men, and 80% of professors are also male. The official records indicate that temporary academic positions tend to be dominated by women.

However, these numbers only scrape the surface of the problem’s extent. A study conducted by the Royal Historical Society revealed that regardless of whether they held a PhD or professorship, female academics still faced marginalization and exploitation from the “macho” culture and practices in their institutions. Combative behavior was encouraged, and a long-hours work ethic was prevalent. Furthermore, they found that women are not less able to cope when subjected to aggressive conduct; rather, the harsh environment only works to exclude women and reinforce the masculine nature of academia making it harder for them to work and study effectively.

At the conference I attended, even when women engaged in assertive debate, they received no recognition, which was distinctly different from the treatment men received for similar behavior. Academic men often can not treat women as equals, which diminishes the range of voices in academia.

People who identify as men often see their universities’ equality policies as “beneficial,” but women tend to have a less positive view.

Even women researchers are treated unfairly. Universities tend not to advertise permanent academic positions and prefer to appoint their favorite candidate, usually men, for the post. Women are also stereotyped as less capable, and assertive behavior by women is often deemed arrogant. Lecturers who research women are not considered mainstream enough and are often viewed as inferior to their peers. Even at Oxford, future historians are not required to study women’s history, illustrating how frequently women are excluded from significant research opportunities.

Despite witnessing the disparaging present situation for women in academia, I was encouraged by a meeting with a group of academics passionate about promoting feminist practices in universities. WiH was formed to combat marginalization against women both as scholars and subjects of study. This group, like many others, aims to draw attention to the injustices experienced by women in academia and has the financial support of a private donor who recognizes the importance of prioritizing women and their career development, which is currently not a mainstream view. WiH’s limited resources will be utilized best to offer fellowships, grants, and seminars, promoting women’s role, rights, and contribution to the humanities.

At our organization, we offer research grants and visiting fellowships to promote collaboration in academia. Unfortunately, there is a concerning trend towards rewarding individual leadership rather than fostering teamwork. The Arts and Humanities Research Council, for instance, now evaluates grant applications based on the "leadership potential" of the candidate. This approach only perpetuates competitive and often combative working environments, which can deter women from thriving and limit opportunities for research innovation through collaboration.

To address this issue, we conduct seminars and conferences to showcase the scholarship of women in academia, who are often overlooked and underrepresented. Many women report being asked personal questions unrelated to their expertise, such as whether they are married or have children, while their male colleagues are asked more relevant questions about their research. Universities must recognize the gender biases and stereotypes they perpetuate in their hiring and promotion practices, and take steps to address and eliminate them. Moreover, they must offer more support and resources for working parents and caregivers, such as flexible working hours and affordable childcare.

Many university managers and policymakers prioritize profits over the well-being and equal treatment of their employees and students. However, we believe that a feminist fightback is necessary to promote a different type of higher education that is more inclusive and diverse. We organize events, such as Oxford University’s International Women’s Day Celebration, to create a platform for feminist campaigners and academics to advocate for change. Equality legislation and policies are not enough on their own, and it is up to individuals and organizations to take action and promote a more equitable and humane academic environment.